Episode description
Every top food and drink founder reads our Newsletter - why wouldn't you?
https://hungryfeast.beehiiv.com/
- Dodgy hires are cancerous, they gorge and eviscerate iron-clad cultures.
- Dodgy hires are anchors slowing your challenger speed boat down.
- Dodgy hires are a total headache and smouldering pain in the jaxxie.
Every single guest on the podcast has ONE salient, recurring piece of wisdom.
Hiring is EVERYTHING.
Attracting, onboarding, keeping, nurturing, great talent is EVERYTHING.
But, the world’s changed alas finding great talent has changed, too.
Word Job Descriptions are risibly archaic and on-boarding processes must be silky-smooth.
DE-lighted to welcome my great friends and podcast sponsors Paul Jones and Billy Maddock from Mackenzie Jones on the poddy.
You may thinking
“oohhh recruiters on a podcast”. How uncouth. Like tepidly farting in a lift. Or eating a WASABI Katsu Cuzza on the tube.
Chill ya beans, brahs n’ mahs
Billy and Paul are the bee’s knees.
Our partnership has found INSANE talent for INSANE brands, we’ve recruited for EMBER, ManiLife, The Juice Smith, Goodrays.
ON THE MENU:
1. Why we need a job description 2.0 - it shouldn’t even be called a job description
2. For the strength of the pack is the wolf and the strength of the wolf is the pack
3. You wouldn’t send a word document to a Sainsbury’s buyer or Investor - so why do it to expect to attract great talent with word document
4. How Corporate people can cross the chasm to challenger - roll sleeves, look at the sky and dig dirt
5. How to find great talent and avoid “The Netflix Effect”: Explore vs. Exploit - the 33% rule
6. How to treat candidates right, even if you don’t give them the job - remember it’s a super small industry.
🤝 Let's Connect!
►Let’s link-up here (https://www.linkedin.com/in/daniel-pope/)
►Stalk me here (https://www.instagram.com/_hungry.pod/)